Over 25 years of legal experience in representing employees and small business employers in Chicago in Employment Law; Discrimination; ADA, Sexual Harassment; Wrongful Termination; Negotiating Employment and Severance Agreements.
Admitted to practice in the State of Illinois in 1984. Admitted to practice before U.S. District Court, Northern District of Illinois Trial Bar; U.S. Court of Appeals, Seventh Circuit; U.S. Court of Appeals for the Federal Circuit; United States Court of Federal Claims
Extensive experience before the following Special Agencies: Equal Employment Opportunity Commission; Merit Systems Protection Board; Illinois Department of Human Rights; Human Rights Commission (IL).; State, City and County Civil Service Boards.
Practice includes the following areas: Employment Law representing individuals and small businesses in actions for wrongful discharge, sexual harassment, discrimination, and retaliation in the Greater Chicago Area, including:
• Title VII Employment Discrimination
• Americans with Disabilities Act (ADA),
• Age Discrimination in Employment Act (ADEA),
• Sarbanes Oxley,
• USERRA,
• Retaliatory Discharge
5
Practice Areas
41 years
41 years
41 years
41 years
We have not found any cost information for this lawyer
State: Illinois
Acquired: 1984
No misconduct found
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Showing 11 - 13 of 13 reviews | Communication Style
Posted by anonymous | July 15, 2025 | Employment & Labor
RUDE, UNPROFESSIONAL AND DISMISSIVE
If you're looking to speak to someone without being interrupted in mid speech as well as being treated with respect, don't waste your time. I was wrongfully terminated and discriminated against because of a workplace illness. My employer refused to provide my doctor with the necessary documentation...
I am sorry that this client had a bad experience in our initial phone conversation. First, I did not hang up on this client. The conversation came to end after i asked questions to obtain the most relevant facts for his case, and it was clear that I did not see a viable claim. I fully understand that this client felt that this was a great case. I tried to explain why i felt this was not a viable claim. Understandably, this was hard to accept since the client was 100% certain that this was a very strong case and could not understand why i did not agree, despite my attempts to explain all of this a few times. When the client kept repeating the same facts over and over, i had to repeat my opinion about his case. There are only certain facts that are relevant to a lawsuit, but this client felt it was important to tell me numerous details that were not legally relevant to a potential claim. I hope the client found an attorney who took the case and would be happy to be proven wrong should the client prevail
Posted by Lisa | June 19, 2023 | Hired Attorney | Discrimination
Wage Discrimination Claim
I first spoke with Arthur Ehrlich about my case years before I actually hired him. He was so dismissive on the phone that I told my husband that night, I would never want him as my attorney because he had no enthusiasm for what I believed was a rather straight-forward, easily provable case. An indep...
I am sorry that my former client was not satisfied with the services I provided several years ago. I am also surprised that she waited until 2023 to post a negative review though I began representing her in 2017 and settled her lawsuit back in 2020. I wish she would have expressed her concerns during the 3 years I served as her attorney so I could have addressed any concerns at that time. I enjoyed working with this client throughout the 3 years that I represented her. She provided helpful insight and I valued her input. As she was a government employee, our representation began with the Agency’s informal discrimination process. The Agency was unwilling to offer a reasonable settlement so we pursued her case through the formal investigative stage and provided additional evidence supporting her claim. When the Agency remained unwilling to resolve this matter, we proceeded to federal court as she requested. This case was then transferred to the US Federal Court of Claims. In 2020, an attorney from the US Department of Justice eventually reached out to discuss settlement after my client retired. After a lot of back and forth negotiating, I convinced the government attorney to offer an amount that was very close to the salary and retirement benefits my client would have received if she had been promoted up to her retirement date. It was not 100% of what she wanted, but it was close enough that paying more legal fees to keep fighting did not make economic sense. I discussed this with my client, we discussed other options, and she eventually agreed to settle in 2020. My client’s review states that she initially did not want no retain me because I did not appear enthusiastic about her case which she believed was very straight forward. Discrimination cases are rarely straightforward. I am always very clear with my clients that no case is perfect and I do not enthusiastically encourage them to jump into what is often a lengthy and expensive lawsuit. Rather, I point out potential weakness and the risks that are present in all cases. There were strong facts supporting her case. Unfortunately, the Agency was resistant to a reasonable resolution during the first few years of the litigation process. She also states that my work did not meet her standards and she wished she either never hired me or ended my representation soon after she retained me. My client was well educated and very intelligent so I do not understand why she continued to use my services from 2017 through 2020 if she was unsatisfied with my work. She also questions why it took so many years to settle this case and why I did not convince the attorney from the Department of Justice to offer more legal fees as part of the settlement. We can not make the opposing party settle a case nor agree to offer everything we ask for in a settlement. We aggressively prosecuted this case and ultimately, the Agency made a very reasonable settlement under the circumstances. I had a thorough discussion with my client about the settlement and the alternatives should she wish to continue to prosecute this case. After much thought, She made an informed decision to accept the settlement.
Posted by Samantha | June 16, 2017 | Hired Attorney | Sexual Harassment
Worst experience of my life
I will never forget what this attorney put me through. I hired him on a contingency basis for sexual-harassment incident that occurred in the workplace. I Had text messages and proof of everything. Text messages from my superior stating that if I engage with sexual acts that I could be given off ti...
The client retained us for the sole purpose of trying to negotiate a settlement without filing a lawsuit. We aggressively pursued this with the employer but the employer refused to offer an adequate amount to settle. The employer made several allegations against the client which we did our best to refute and we repeatedly refocused the matter on the sexual harassment against her. Unfortunately, the employer would not offer much to settle. The client knew that we cannot force someone to agree to our settlement demands. We also explained right at the beginning that while we would be willing to try to negotiate a settlement without charging her legal fees, she would have to pay us legal fees if she wanted us to pursue the matter at the IDHR or EEOC. This was made clear in a written fee agreement. We were also unhappy with the employer's low offer, but when the client was unwilling to pay our attorney fees to pursue this further at the IDHR or EEOC, even after we reduced the fee, there was nothing more we could do. We even referred her to another attorney who was willing to consider the matter, but she told us she found her own attorney. We provided the new attorney all relevant information and documents well within the time frame to file a charge with the EEOC. I am sorry that this client was not satisfied with the end result despite our aggressive efforts to get a reasonable settlement after working on this matter over the course of several months.
"Arthur understands the complicated regulatory system at both the state and federal level. You need an experienced attorney who represents private employees. Arthur also works with municipal employees and small businesses, helping them to handle employment discrimination and non-compete issues. When we have a question, Arthur always has an answer."
"I endorse this lawyer."
"I endorse this lawyer. His comments are thoughtful and helpful."
"I endorse this lawyer."
"I endorse this lawyer. Excellent contributions and an asset to the AVVO community."
"I endorse Arthur. Highly respected in the legal community. A skilled lawyer with a strong reputation for client advocacy and dedication."
"Great lawyer. Great reputation. Great results. Stop and make the call now. You can't go wrong."
"I wholeheartedly endorse this lawyer. A brilliant attorney, highly respected in the legal community."
"Well-known and well-respected lawyer at the top of his field. Highly recommended."
"I endorse this lawyer. Mr. Ehrlich is a skilled and respected member of the legal community. He is a zealous advocate for the rights and interests of his clients."
"Top-notch attorney. Highly respected in the legal community."
"I have been referring Plaintiff-Employee matters to Arthur for at least 10 years, and to date, have received nothing but compliments and positive comments. Additionally, I have relied on Arthur's counsel and advice on matters when I am outside my "wheel-house", because he is knowledgeable and experienced in other areas, and provides well-thought out comments and advice. He is ethical, knowledgeable, informative and professional, and I give Arthur Ehrlich my highest recommendation."
"I have known Arthur Ehrlich for over ten years and find him to be a reputable and experienced attorney in the field of employment law. He is well-respected by the judiciary and his peers and I have no hesitation in endorsing him."
"I endorse this lawyer."
"I endorse this lawyer. I have known Arthur for almost twenty years and know that his reputation in the legal community is excellent. I have no hesitation referring work to Arthur as I know he has a great legal mind."
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2014
AV Preeminent Peer Review Rated, Martindale-Hubbell
2013
AV Preeminent Peer Review Rating, Martindale-Hubbell
2012
AV Preeminent Peer Review rating, Martindale-Hubbell
2011
AV Preeminent Peer Review Rating, Martindale-Hubbell
2000
Who's Who,
1985 - Present
Partner, Goldman & Ehrlich
Member
Member
Verdict for Barnes, reinstatement and backpay
Judgment for Plaintiff
Jury verdict for Plaintiff
Verdict for plaintiff
Decision in favor of Teacher
Verdict for Plaintiff
1984
JD - Juris Doctor,with Honors
1981
BA - Bachelor of Arts, Magna Cum Laude
2015
A, B, C's of Hiring and Firing
2015
Retaliation: the Gift that Keeps on Giving
2014
Legal Issues in Social Media and Social Websites
2014
Law Firm HR Decisions and Policies
2013
Do's and Dont's of hiring and firing employees
2012
Do's and Don'ts of employment termination
Legal Answers
Top Contributor
Arthur earned significant contribution points in 2014.
Can my employer request medical documents? If I refuse, can they punish me?
03 Jun 2021
As an employer, do I need to provide copies to signed pages of the employment application to employees? - More detail below
09 Mar 2021
Overly friendly nurse excessively and uncomfortably rubbed, touched, and kissed me.
25 Apr 2018
